"Stuffy Old Fart." That is what Anthony McHugh alleges that his younger, female manager called him when he was employed as a labor analyst by Disney Cruise Line. McHugh, who filed a lawsuit in the United States District Court for the Middle District of Florida, in late November, alleges that the Disney Cruise Line manager violated his civil rights, engaged in age discrimination and that Disney was negligent in its supervision of the manager, created a hostile work environme

Regardless of the size of your company, in today's social media age  it is critical that you have and enforce a social media policy.  Social media related lawsuits are rapidly developing.  These lawsuits can arise out of employee terminations or leaked confidential information. When crafting a policy, be sure to: 1. Remind employees to familiarize themselves with the employment agreement and policies included in the employee handbook. 2. State that the policy applies to multi

What started off as a digital means of staying in touch with friends has grown into a mainstream and effective method of developing and maintaining business relationships. In fact, just about every business is somehow connected through social media. Proper use of social media provides essentially unlimited opportunities for contractors to generate business exposure, generate new leads and potential clients, and connect with their existing customers. Despite the vast opportuni

The term “employment discrimination” is frequently tossed around by workers and employers, but what does it really mean and how can employers limit their exposure to these types of employment claims during the pre-employment or hiring phase?Contractors would be well advised to understand pre-employment screening and hiring laws and how to comply. LAWS AGAINST DISCRIMINATION AND PROTECTED CLASSES All employees are entitled, as part of their civil rights pursuant to the Constit

Avoiding Discrimination Claims When Hiring Employees 1. Applicant Discrimination Under federal law, it is illegal for an employer to discriminate against a job applicant who is a member of one of the protected classes listed above. For example, it is unlawful for an employer to refuse to provide a job application to someone because of the sex, age, or race. To avoid liability, Contractors should provide applications to everyone who requests one. This does not mean that a c

A school district advertised for a principal job and listed minimum requirements, including a teaching certificate. John, who is black, sued for race bias when he wasn’t considered for the position. The case was dismissed because all the applicants interviewed had the certificate. However, John did not. (Saulsberry v. Minneapolis Public Schools,Court of Appeals of Minn.) In Saulsberry the Minnesota Court of Appeals reasoned that, "Saulsberry presented no evidence that the s